Purpose

The purpose of this program is to provide supervisors with a resource
to help them implement a performance management plan. While the University
does not dictate a specific plan, all supervisors are expected to do some
form of performance management consistent with the following guidelines.

Note: Supervisors on campuses with an established performance
management program should follow and use campus-specific procedures and
forms. Consult the campus Human Resources office for details and clarification.

How to use this program

This program is divided into three sections: Introduction, Cycle, and
Summary. If you are not familiar with the concept and principles of performance
management, first familiarize yourself with all of the content in this
Introduction. Then, go through the steps of the Cycle in sequence (starting
with "Determine Major Job Duties") and conclude with the Summary.
If you are familiar with Performance Management, feel free to go directly
to a section to obtain specific information based on your needs. At any
time you can look for a term using the search function. Also check out
the information under the "Forms" section.

The university's expectations regarding
performance management

One of the most important functions of managers and supervisors is to
effectively manage resources, and one of the most important resources
they have is the staff they supervise. Managing them (and consequently
their performance) begins with designing the jobs – determining
what duties are important to include in a job, what the qualifications
are to fulfill those duties and what level of performance is needed to
meet the mission of the department. Performance management continues with
the filling of the job with the best candidate, the training of the new
hire and the continuous coaching to clarify expectations.

Management of performance is important to being a good supervisor and
clarification of expectations and performance feedback is also important
to those they supervise. Consequently, all supervisors are expected to
participate in a performance management program with their staff. Certain
employee groups have specific policies and guidelines for applying the
principles of performance management; therefore, supervisors will want
to consult the appropriate policy manual. Following are two examples:

Definition

Performance management is an ongoing, continuous process of communicating
and clarifying job responsibilities, priorities and performance expectations
in order to ensure mutual understanding between supervisor and employee.
It is a philosophy which values and encourages employee development through
a style of management which provides frequent feedback and fosters teamwork.
It emphasizes communication and focuses on adding value to the organization
by promoting improved job performance and encouraging skill development.
Performance Management involves clarifying the job duties, defining performance
standards, and documenting, evaluating and discussing performance with
each employee.

Objectives

The objectives of Performance Management are to:

Increase two-way communication between supervisors and employees

Clarify mission, goals, responsibilities, priorities and expectations

Identify and resolve performance problems

Recognize quality performance

Provide a basis for administrative decisions such as promotions, succession
and strategic planning, and pay for performance.

Principles of developing a performance
management plan

Development of a performance management plan should be consistent with
the following principles:

Performance management is considered a process, not an event. It follows
good management practice in which continual coaching, feedback
and communication are integral to success.

The Performance Management Plan is primarily a communication tool
to ensure mutual understanding of work responsibilities, priorities
and performance expectations.

Available resources

Employee and Organizational Development, University Human Resource Services,
is available to provide consultation with supervisors interested in developing
a Performance Management Plan. Individual and/or group training on all
aspects of Performance Management is provided upon request.